You are an employer and what would happen if you has just hired a person who you thought initially was absolutely right for the job. When working together, you found out that he has a history of disruption and drinking, among others. So you are wrong! What should you need then to avoid this nightmarish mistake? Well, the answer is background checking.
Background checks by employers are an inexpensive precaution that can save a company from expensive litigation and loss of reputation. Outsourcing this important task has now become easy, and reliable. There is, today, little reason for a company to neglect doing background checks on all of it's candidates. Background checks are part of routine due diligence for employers.
In a more general sense, it may be of value to give some thought to some of the causes of "bad hires". On the job front, there are several important considerations that employers must weigh for a prospective hire. First, has your business correctly defined exactly what the job will require? If not you could be focusing on the wrong people for recruitment. This problem is closely related to the skills required, which in turn, would affect the criteria for choosing candidates. Next is the screening process that results in your final few candidates from which to choose. This screening must include a careful resume and application review. Gaps in employment, and deception must be identified and resolved. Previous employers must be contacted and questioned. And finally, references and education must be verified. This leads inevitably to the objective confirmation resulting from the background check. All of this preparation should take place prior to a performance or behavioral based interview.
Background checks are done by a third party for a small fee. Employers must remain fully aware that all of these investigations are to be kept strictly confidential. This investigative material is only shared in the office on a need to know basis. Legal limits regarding these background checks can be found in the Fair Credit Reporting Act of 1970, which also specifically requires written permission from the prospective employee to proceed. This permission is customarily included as part of the employee's application paperwork.
Background checks can yield a wealth of objective information, including education, criminal record, credit history, and driving infractions. Comparison with a candidate's application and resume can quickly reveal deception, gaps, and irregularities. These background checks have now become standard practice in HR departments and are invaluable resources.